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Integrity Inventory
The ''Integrity Inventory'' (stylized as ''I2''), is a nationally normed entry-level personnel selection tool that incorporates employment integrity testing. It was developed by industrial organizational psychologist Fred Rafilson, Ph.D., CEO and Founder of I/O Solutions, Inc. or Industrial/Organizational Solutions Inc, referred to as IOS in the 2009 United States Supreme Court case, Ricci v. DeStefano. In the United States, vocations within the public safety sector, (i.e., firefighter, sheriff and police officer, correctional officer, emergency medical services including emergency medical technician); and employment in for profit retail and wholesale business, and non profit sectors often require Industrial and Organizational Psychology employment testing, for initial employment and advancement throughout the ranks.〔Society for Industrial and Organizational Psychologists, Visibility Brochure,www.siop.org/visibilitybrochure/memberbrochure.aspx〕
The Integrity Inventory, when used as a pre-employment screening tool, predicts individuals’ likelihood of engaging in counterproductive workplace behaviors including, but not limited to assessing: ethics and moral character, work attitudes, theft attitudes, potential for substance abuse (i.e.,alcohol / drug use), emotional stability, turnover intentions, and/or behaviors that are hazardous and place the civilian population and coworkers at heightened risks.〔Integrity Inventory Technical Report, 2011, I/O Solutions, Inc., Westchester, Illinois 60154〕 Qualified individuals with a reduced risk of such counterproductive workplace behaviors are selected for employment, leading to a more productive workforce. Counterproductive workplace behaviors lead to real financial losses for business; in the public safety and private sector, such behaviors are hazardous and place the civilian population and coworkers at heightened risk.〔Barry, C. M., Sackett, P. S., & Wiemann, S. (2007). A review of recent developments in integrity test research. Personnel Psychology, 60, 271-301.〕〔Hough, L. M., & Schneider, R. J. (1996). Personality traits, taxonomies, and applications in organizations. In Murphy KR (ed.), Individual difference and behavior in organizations (pp. 31-88). San Francisco: Jossey-Bass.〕〔National Institute on Drug Abuse. NIDA InfoFacts: Nationwide Trends, accessed May 25, 2011, http://www.drugabuse.gov/Infofacts/nationtrends.html〕 As such, the prediction of counterproductive workplace behaviors constitutes a business necessity as outlined in the U.S. Equal Employment Opportunity Commission’s Uniform Guidelines on Employee Selection Procedures.〔EEOC's Uniform Guidelines on Employee Selection Procedures document, accessed May 25, 2011, http://www.eeoc.gov/policy/docs/factemployment_procedures.html〕 Psychological testing is a standard and growing practice for human resources departments throughout the United States who seek high integrity employees.
This exam has the sensitivity needed to accurately assess the individuals that will be charged with protecting our lives, families, property, and businesses. The Integrity Inventory displays no adverse impact against protected classes and allows you to select and rank-order candidates most likely to succeed based on their integrity AND honesty.
== References ==
* Society for Industrial & Organizational Psychological, Inc., Individual Psychological Assessment, http://www.siop.org/workplace/employment%20testing/individual_psychological_assessm.aspx accessed 7-29-2011
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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